5 ways to resolve a staff personality mismatch

Successful coaches must work with a diverse range of people on their staff, since everyone holds different values and beliefs.

If you were to take a random sample of coaches, they would all come from different journeys and pathways, individually or organisationally.

Therefore, to be a prosperous coach, it is necessary for you to overcome personality barriers and and work alongside those people who do not reflect your values and beliefs. 

However, too frequently, we do not give ourselves enough time to understand what drives people, leading to short-termism across all levels of the game.

To thrive as a coach, we must succeed not just individually, but collectively.

So, how do we start to understand how to work with people who do not share our values and beliefs?

01  STAY OPEN-MINDED

No two people operate in the same way. Open-minded coaches can harness this psychological diversity. They are not afraid of their values and beliefs being challenged.

Therefore, you must be open to implementing different ideas to allow yourself to continue to learn and develop.

02 MAINTAIN YOUR POSITIVITY

Stay calm and do not take anything personally. We do not always understand what goes on in other people’s lives. Their emotions are not always directly aimed at you.

As difficult as it may be at times, losing your cool will not benefit anyone - but, through positive actions and setting an example, you can start to create a positive environment within your coaching department.

03 ZERO TOLERANCE - BUT WITH RESPECT

No-one should have to tolerate poor behaviour and each person is fully entitled to respect. But, when you feel you have not been shown respect by someone, communicate with that person assertively and respectfully. By sharing this information, you are also sharing the need for that person to be respectful.

04 ENGENDER A RAPPORT

Develop a positive relationship with those you do not share values with. It is your responsibility to learn what makes someone tick by taking the time to understand someone outside of their role.

This can be done by spending time with them away from the pitch or simply through a text message to ask how they are. It’ll help you earn respect from that person.

05 GET SUPPORT

Sometimes, no matter how hard you try, you will never achieve a positive working relationship with someone by your own endeavours.

Speaking to, and gaining advice from, other coaches or senior colleagues will provide you with the knowledge and experience required to deal with the situation.

This is the approach I took after I felt I had attempted everything, having realised there was nothing more I could do on my own.

Remember, all you can do is your best. Be brave to find a solution within your coaching department. Challenge each other.

Whatever answer you deem the finest, ensure it is the best for you as a coach and a person, and for the collective coaching department.

Most importantly, it takes a team off the pitch to be successful on it. And this comes from working with a diverse range of people.